Addressing Critical Women’s Health Challenges at Work [2024]

Addressing women’s health challenges in the workplace is a key part of maintaining the overall wellbeing of women.

Different studies indicate that health challenges could be tackled by providing an inclusive and supportive work environment, implementing flexible working arrangements, introducing cost-effective holistic healthcare approaches, and promoting communication about health concerns.

Organizations can create a positive workplace culture and unlock growth opportunities by offering essential daily items like menstrual products, mental health resources, and accommodating pregnancy and postpartum needs. Addressing common health concerns of your workforce isn’t just an obligation—it’s a chance to promote work-life balance and raise awareness. Ultimately, this leads to healthier, more productive employees and a more inclusive workplace.

NABTA Health provides unique healthcare packages specifically designed to address women’s needs while envisioning a workplace where women’s health is a priority and a source of strength.

Practical Strategies for Addressing Women’s Health Challenges in the Workplace

Create a Supportive Work Environment

Prioritising women’s health creates a culture where women feel both comfortable and empowered to discuss their health challenges and needs, ultimately boosting their confidence. Implementing robust resources, policies, and procedures demonstrates a strong commitment to the well-being of your female workforce, and gives them permission to prioritise their health and address any ongoing health challenges.

Flexible Working Arrangements

Flexible working hours, the opportunity to avail remote working, and the ability to select the exact type of leave required – so that the caregiving requirements of your female employees do not prevent them from addressing their own health challenges – are a few examples of policies that will contribute positively to productivity and integrity in your workforce.

Studies show that women remain the primary caregivers in households, responsible for 80 percent of caregiving globally. The ability to prioritise financial well-being, maintain work-life balance, and address health challenges are strong predictors of job satisfaction and talent retention among female employees

Menstrual Health in the Workplace

Providing menstrual products, a comfortable space for rest, and allowing for flexible breaks or leave can make a significant difference. According to the World Bank (2018), out of the 1.9 billion women who menstruate, approximately 500 million are unable to achieve menstrual health (World Bank, 2018).

Communication Channels for Health Related Discussions

Encourage health-related discussion to break down the stigma and increase awareness. Regularly organize workshops, talks, and seminars on women health related topics. Sharing reading material, and educational resources can also promote open communication and allow women to take charge of their health

A Case Study of Amina

Amina is a “Marketing Manager” at a small sized Company. She has been working for the last five years and returned from her maternity leave after having her first child. Here are some supportive work environment strategies her company is offering;

Flexible Working Hours: Amina got the opportunity to work remotely. She was able to negotiate flexible hours, and she could work from home two days a week while adjusting her hours to accommodate childcare responsibilities.

Support towards Line Manager: Amina’s line manager, Ms. Emaan is supporting her in the phase of transition back to work. She meets once a week with Amina to discuss workload, priorities, and any challenges she might be facing while providing her with a comfortable working environment, with manageable and reasonable work.

Childcare Facility: Amina’s company has an on-site childcare facility/ nursing facility for staff’s children while providing a safe and secure environment. She can visit her child during breaks and lunchtime which keeps her connected and reduces her stress level.

Holistic Healthcare Approach: Amina’s company provides a comprehensive care approach by connecting her with a women’s healthcare clinic. There, she can consult with various professionals, including mental health experts, clinical dietitians, general practitioners, midwives, and physiotherapists. Amina utilizes this service to address her health concerns, ensuring a healthy work-life balance. Feeling valued and supported, she effectively balances her roles as a mother and marketing manager, contributing to the team.

If you’re looking to create a workplace that truly supports women’s health, check out our insurance add-ons and other products designed to solve health challenges for women in the workforce.

If you are looking to enhance your knowledge about women’s health challenges, check out our talks and articles on all aspects of women’s health.

References

Lakshmi, N., & Prasanth, V. S. (2018). A study on work-life balance in working women. International Journal of Advanced Multidisciplinary Scientific Research, 1(7), 76-88.

Feeney, M. K., & Stritch, J. M. (2019). Family-friendly policies, gender, and work–life balance in the public sector. Review of Public Personnel Administration, 39(3), 422-448.

Yester, M. (2019). Work-life balance, burnout, and physician wellness. The health care manager, 38(3), 239-246.

Jackson, L. T., & Fransman, E. I. (2018). Flexi work, financial well-being, work–life balance and their effects on subjective experiences of productivity and job satisfaction of females in an institution of higher learning. South African Journal of Economic and Management Sciences, 21(1), 1-13.

World Bank: Menstrual hygiene management enables women and girls to reach their full potential. https://www.worldbank.org/en/news/feature/2018/05/25/menstrual-hygiene-management